HR Data Analyst jobs in Columbus, OH

Ohio State University Physicians, Inc. is the medical group managing The Ohio State Wexner Medical Center’s outpatient physician clinics. OSUP believes that being engaged and sharing in a larger purpose at work is instrumental to the employee experience. Our employee centric culture focuses on authenticity and teamwork to provide excellent patient care to the community. We are currently seeking an HR Coordinator to join our growing team! 

About OSUP:

We offer the robust benefit package of a large organization with the feel of a small company, where each employee is appreciated for their individual contribution. Full time employee benefit package includes Medical, Dental, Vision, Life and Disability Insurance, Long Term and Short-Term Disability and Flexible Spending Account that all start day one. We also provide a 7.5% retirement contribution.

We understand the importance of work-life balance, which is why we offer a Monday-Friday business hours schedule with hybrid work schedule, Monday - Wednesday in office and Thursday - Friday working from home. OSUP also offers 18 days of paid time off and 11 holidays.

About the HR Compensation Data Analyst:

Identify, recommend, and design the implementation and administration of compensation programs, policies and procedures to align with the OSUP goals and competitive practices. Provides consultation and education to HR partners and stakeholders in the organization. This role will also ensure data integrity, accuracy, and process automation for data management, data analysis for the Human Resources function including, data governance, data auditing, data quality, and data reporting.

• Compensation Management

  1. Identify, recommend, and design the implementation and administration of compensation programs, policies and procedures to align with the OSUP goals and competitive practices.
  2. Design and implement creative solutions to specific compensation-related programs, bonus plans, career ladders, retention and incentive plans.
  3. Monitor and review the effectiveness of current compensation policies, guidelines, and procedures.
  4. Consult with legal resources to provide guidance to HR and the organization on compensation related compliance issues.
  5. Respond to market surveys on behalf of the organization, seek out new surveys to participate in to ensure market competitiveness.
  6. Gather data from market-based compensation surveys; uses spreadsheet and data analysis techniques to assess results and market trends.
  7. Provide recommendations and cost, budget analyses of compensation plan and market/equity changes and reviews.
  8. Partner with HR team to prepare and maintain job descriptions for each position in the organization; ensure descriptions accurately reflect the work being performed by incumbents.
  9. Analyze jobs and their respective duties to determine classification as exempt or nonexempt and appropriate salary range.
  10. Benchmark jobs against survey data and other market data to determine competitive compensation ranges for each position.
  11. Utilize audits, reports and analysis to ensure compensation programs are administered in compliance with company policies as well as applicable federal and state regulations.
  12. Act as a resource on complex issues and questions as they arise and serves in an advisory capacity on pay issues, classification of positions, hiring salaries and the proper application of policies.
  13. Support the development and delivery of ongoing compensation-related education and training.
  14. Liaise with payroll and internal team members to identify and resolve pay discrepancies.

   

  Data Management

  1. Partners with HRIS and IT to manage HR data and ensure data integrity of the compensation, people and position data in the HRIS. Optimize system functionality and ensure accurate reporting.
  2. Participate in identifying and incorporating process improvements and new functionality available in the HRIS. Create and promote best practices to maintain and streamline data processes and increase efficiencies within HR.
  3. Conduct regular internal audits within the HRIS to validate consistency and accuracy across people data.
  4. Respond to requests for reports containing HR data. Analyze and present data findings for strategic planning and decision-making.
  5. Analyze data and statistics for trends and patterns with attention to recruitment, hiring practices, engagement, turnover, and compliance with employment laws and regulations. Make recommendations for policies and activities to improve the organizational culture including suggestions to attract and hire qualified candidates, to motivate and retain employees, to address staffing issues, and to maintain legal compliance.
  6. Analyze engagement survey results to look for areas of strength and opportunity, provide trend analysis and make recommendations on areas of focus
  7. Collaborate with Finance to obtain, execute and ensure accuracy of business structure within the HRIS system.